喬山健康科技股份有限公司

Human Resources is the one unit within the company that can see things clearly, independent of the control of authority and interests.

After Mr. Fang left, all that remained was a group of blind cats spinning their wheels, using Johnson Health Tech’s name to deceive people and show off externally. Without a digital foundation, they use the authority of a traditional manufacturing company to make themselves look capable. Doesn’t headquarters know how poor the digital products are? Some people can’t leave because of the company system. The people who bully others aren’t just supervisors—the entire organization endorses this culture. It’s all just to hang on until the end of the year to collect one month’s year-end bonus.

Headquarters accounting: this is a department with an extremely high turnover rate; it goes through a complete round of replacements. Several overseas plant managers also leave after roughly half a year, so various positions are frequently open.

I often see managers attend meetings with the executive team and have their subordinates give presentations and answer questions while they quietly listen on the side. In that case, the subordinates might as well be the managers.

Being a manager is not that simple. If you do not understand something, you should study it properly, and you should also work on your communication skills. A person who has something to teach others can be called a manager—not someone who only knows how to use tools such as performance ratings and termination. After commuting such a long way to work every day, all you do is nitpick unimportant details.

In such a short time, the department has already gone through one or two dozen employees, while the managers seem to remain the same. Is there something wrong with all the employees being hired, or is there something wrong with the managers?

If the department cannot retain its own staff, how can it properly manage the overseas accounting departments?

Without a certain level of vision and professional expertise, it is impossible to retain good talent or help the executive team make sound decisions.

Making the group profitable is a basic responsibility. If you cannot do this well, you are not suited for a management position.

The HR staff have it tough enough already, yet they still have to help look for people everywhere. Every year, colleagues have new faces; I have never seen an accounting department with such a high turnover rate.

It really is not worth wasting time here!

Extremely high turnover

There is a strong sense of camaraderie among colleagues in the same department. The top-level boss is very courteous, but all the credit is consumed by the people and general affairs managers underneath. There is decent coffee to drink. There are areas related to cross-cultural management where you can apply your skills. A good place to polish your résumé.

Personnel (not HR)

The training for new employees is not detailed or thoughtful enough. They hand over an old, standard form and tell the trainer to handle everything, including arranging courses and confirming instructors’ schedules, dumping most of the work on the trainer. As an indirect service unit, they have actually forgotten how to provide service, and the quality of this service is truly unacceptable. The personnel department has forgotten that new-employee training is their first impression when establishing relationships with employees. As a result, the first impression they leave is: Johnson Health Tech’s personnel department is a bureaucratic unit (it only knows how to push work onto others).

Basically, Johnson Health Tech has no meaningful human-resources policy. Recruitment, selection, and placement are handled without any clear rules or guiding principles.

The personnel department is basically a unit that treats minor authority as a mandate. Because its assistant general manager is the CEO’s wife, the people underneath often use their position to pressure you!

Many systems are outdated, so new management approaches proposed by department heads are basically shot down and prohibited.

As for anything related to employee benefits, much of it is pushed onto the employee-run welfare committee. Their proudly touted employee gym is merely an activity space in the basement; even when equipment breaks (such as the massage chair), they do not repair it.

Regarding salary, what Johnson Health Tech promises before the interview differs considerably from what you actually receive afterward. In general, the salary you are offered will be discounted. If personnel verbally promise an annual raise of 3%–5%, that is just a sales pitch to trick you into joining. Anything that is not put in writing and signed does not count.